(1) Starting Rate upon Initial Employment. New employees will be appointed at the minimum step of the pay range in effect for the particular classification or position to which the appointment is made unless the employing official has requested and received prior authorization from the director to fill the position at some other step in the pay range. In no event will the starting rate of pay exceed the maximum rate of the pay range.

(2) Pay Rate upon Promotion. An employee who is promoted will be paid at the step in the pay range for the classification to which the employee is promoted, which represents at least a one-step pay increase over the rate of pay received immediately prior to the promotion or at the minimum step of the new pay range, whichever is greater; however such increase may not exceed the maximum step of the new pay range. A greater pay rate may be permitted upon promotion to correct the situation where a supervisor would receive less than a subordinate through application of this rule.

(3) Pay Rate upon Demotion. An employee who is demoted to a lower classification for reasons other than misconduct may be paid at the step in the pay range assigned to the lower classification which is appropriate to the circumstances surrounding the demotion as determined by the director, the affected employee’s experience and training, and the availability of funds. An employee who accepts a voluntary demotion because of organizational changes or reduction in force or who requests a voluntary demotion for personal reasons will be paid at that step in the lower pay range that results in at least a one-step reduction in pay unless such reduction would result in the employee being paid below the minimum step in the lower pay range.

(4) Pay Rate upon Demotion from Promotion. An employee who is demoted from trial service following promotion will be paid at the step in the lower pay range that the employee held before promotion, however adjustments will be made to take into account any pay increase that would have occurred had the employee not been promoted.

(5) Pay Rate upon Transfer. An employee who transfers from one position to another within the same class, or from a position in one class to a position in a different class that is assigned to the same pay range, will continue to receive the same rate of pay as before the transfer.

(6) Pay Rate upon Reinstatement or Rehire. A person who is recalled from layoff within two years, or who returns from an approved unpaid leave of absence, or who is rehired following separation from county employment within one year from the date of break in service, and who is reemployed in the same classification as held before the break in service, will, unless otherwise prohibited by state or federal law, be paid at the same step in the pay range as held prior to the break in service, subject to the availability of budgeted funds. If such person is reemployed in a classification other than the original classification, the rate of pay will be at the minimum step of the pay range for the new classification, unless otherwise approved by the director.

(7) Pay Rate Following Reclassification. An employee occupying a position that is reclassified to another class with the same pay range will receive the same rate of pay as before the reclassification. If the position is reclassified to a class with a higher pay range, the employee will receive an increase in pay as provided for in cases of promotion. If a position is reclassified to a class with a lower pay range, the employee’s rate of pay will be frozen for a period of 12 calendar months. Upon expiration of the 12-month period, the employee will be paid at the step in the lower pay range that results in the least reduction in pay.

(8) Pay Rate Following Adjustment to the Pay Range. If a class is reassigned to a new pay range, with no change in duties or responsibilities, the employee will be paid at that step in the new pay range that most closely corresponds to the employee’s placement in the original pay range.

(9) Pay Rate for Temporary and Regular Part-time Employment. Temporary and regular part-time employees will be paid for actual hours worked at an hourly rate of pay equivalent to the rate paid regular full-time employees performing substantially the same type of work. Where no similar work is normally performed, the director will establish an appropriate pay rate after consulting with the employing official.

(10) Call-Back Pay. When an employee has completed the employee’s regularly scheduled shift or work week and is "called back," the employee will be entitled to a minimum of three hours call-back pay at the employee’s regular hourly rate of pay. Employees whose jobs normally require attendance at meetings outside of normal office hours or whose working conditions require regular call-backs as a normal part of the job will not be entitled to call-back pay. When the total number of hours worked in one week exceeds 40 hours, the call-back provisions of this section will cease to apply and the overtime provisions of subsection (11) of this section will apply.

(11) Overtime Compensation for a Fair Labor Standards Act (FLSA) Non-Exempt Employee. In the case of a FLSA non-exempt employee who is working less than a 40-hour work week, all hours worked in excess of the normally scheduled work week up to a maximum of 40 hours per week shall be compensated at the straight-time rate of pay. For hours worked in excess of 40 in a work week, overtime compensation shall be paid or compensatory time shall be granted upon approval by supervisor in conformity with the requirements of the FLSA and applicable state wage and hours laws. Holidays, sick leave, bereavement leave, vacation leave and compensatory time will be considered time worked for the purpose of calculating overtime pay. In order for a holiday to be considered time worked, the holiday must either be worked or fall within the employee’s scheduled work days.

(12) Additional Compensation for a FLSA-Exempt Employee. A FLSA-exempt employee may receive compensation in addition to his or her regular salary if: (a) the FLSA-exempt employee is required to directly supervise subordinate employees in their performance of overtime work caused by an unplanned emergency; (b) the supervised overtime is substantial; (c) failure to grant such additional compensation would result in the pay of subordinates exceeding that of their supervisors; and (d) necessary funds are available and have been specifically budgeted for this purpose. Additional compensation may be paid to a FLSA-exempt employee under the circumstances listed above if the department head verifies that the circumstances listed above have been met. If additional compensation is paid, it will be paid at the rate of one and a half times the FLSA-exempt employee’s equivalent hourly rate of pay. Holidays, sick leave, bereavement leave, vacation leave and compensatory time will be considered time worked for the purpose of calculating overtime pay. In order for a holiday to be considered time worked, the holiday must either be worked or fall within the employee’s scheduled work days.

(13) Out-of-Class-Pay. An employee who is temporarily assigned work in a higher classification and, in fact, performs substantially the full scope of the work of the higher classification for a period of one working day or more, including consecutive hours the following day, will be paid at the rate of pay assigned to the higher classification according to the provisions of these rules governing pay rate upon promotion for all hours actually worked in the higher classification.

(14) Temporary Upgrade. When an out-of-class assignment is expected to continue for more than 30 calendar days, the employee will be placed in a temporary upgrade. All hours worked or designated as paid leave while in a temporary upgrade will be paid at the rate of pay assigned to the higher classification. (Added by Ord. 84-129 § 2, Nov. 21, 1984; Amended by Emerg. Ord. 92-151, Nov. 25, 1992; Amended by Ord. 97-054 § 1, July 9, 1997, Eff date July 20, 1997; Amended by Ord. 13-070, Oct. 9, 2013, Eff date Oct. 20, 2013).